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WorkPod Minisode: What We Got Wrong About Failure

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Failure is perceived differently in different part of the world. Some cultures in the East are stern with failure whereas the west may look at it a little more mercifully. But overall there is a stigma of failure. How can a company, or an entrepreneur deal with it?

In this video, Thomas Eisenmann, author of the new book “Why Startups Fail” gives us an understanding of failure in the context of startups. He also talks to us about the 6 failure patterns mentioned in his book.

To watch the full podcast of Thomas Eisenmann follow us on: https://www.youtube.com/watch?v=FtbKaCNP8LM

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Top 6 Conflict Strategies You Must Know

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Different people make use of other techniques to deal with conflict, while the majority of people have one or more, preferred conflict resolution strategies that they make use of consistently. Thus, it is possible to rationally determine a person’s inclinations toward specific conflict resolution methods. This article will talk about the six different conflict resolution strategies and how they play in a work environment.

Resilience

Managing a dispute will inevitably include dissatisfactions. Possibly a solution you thought would quell both parties fell short, or perhaps when you attempted to moderate a disagreement between your teammates; you only made things even worse. You won’t get it right 100% of the time, and also this can take an emotional toll on you as a supervisor. Building resilience will undoubtedly make sure that you stay mentally tough enough to lead your team, regardless of any setbacks.

Relationship building

As a manager, you have to look at conflict management through the lens of partnership building. That’s because, unlike an external expert or moderator, you will certainly work with this group every day for a long time. So whenever you’re taking care of conflict in your team, make sure not to damage the bonds between you and the people who report directly to you.

Emotional intelligence

As mortals, it’s natural that each one is bombarded with various feelings that turn up throughout the day. Emotional intelligence is the ability to comprehend your and your teammates’ sentiments and respond in a positive, non-reactive method. Frequently, a team member’s feelings may affect their response or interpretation of an event.

It’s your job to develop emotional intelligence skills before you go ahead and help someone else (instead of being reactive and inadvertently raising the situation through your wrong actions). Putting the growth of your emotional intelligence on the back burner will not cut it.

Diplomacy

When handling problems on your team, try not to choose sides or pin one person as the “hero” as well as the other as the “crook.” Though it might be difficult to stay objective, it may be easier if you’re already motivated toward tolerance. Individuals with high intolerance levels see the value of having a group full of people with unique styles. They comprehend and also welcome people who have different values and approaches.

So, if two teammates have opposing views on just how to resolve an issue, it might not be that a person’s method is correct and the other is wrong. Instead, it might just be two various ways of framing a problem.

Impartiality

Your team’s chemistry can come to a grinding halt if every person starts taking sides. This includes you as a mediator. Impartiality can assist in keeping the dynamics of a team in place. Unless you’re a zen person, this can be challenging. But possible.

Try these tips:

Try to remain tranquil as well as be mindful of your tone. If all hell breaks loose and you feel overwhelmed, request for a 5-minute ‘washroom’ break. After that, take deep breaths to restore your feeling of calmness as well as perspective.

Never include past battles in a prevailing conflict. It’s of no use in opening old wounds, which can be exceptionally harmful to all parties.

Make the discussion about somebody’s behavior or language, never regarding the person.

Collaboration

So what happens if you call upon your innovative skills but still feel stuck? That’s when you can take advantage of your collaboration skills! Keep in mind; you have smart and capable working for you. Moreover, the ones involved in the problem might be ideally equipped to conceptualize a solution for you. So make sure to request their comments and actively involve them in the conflict management procedure.

By collaborating with your team and seeking their ideas, you’ll be well placed to tackle any problem that comes your way.

The future of work means differently to each one of us: some see it as more technology and less human, some expect a more humanized space and some others imagine it to be a no-workplace world. In our journey to unwrap FutureofWork, Work2.org invites leaders from various industries to help our global community to understand what the posterity holds for workers, leaders and organizations. While our team is busy at bringing this fresh ideas directly to you, we would appreciate our community help in making it possible. If you like what you’ve read, we would appreciate if you could spread the word within your circles and let us know if anything you want us to bring into this #FutureOfWork conversation.

WorkPod Minisode: Executing Competitive Advantage The Right Way

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Most often the only way to survive is by growing. The idea and methods of competitive advantage strategies have taken a radical shift since it’s initial days.

In this video, Ram Charan, co-author of the bestselling Execution and Confronting Reality, narrates to us the history and evolution of competitive advantage in business context. He also talks about how legacy old companies stuck in a particular way of functioning change themselves in order to remain competitive.

To watch the full podcast of Ram Charan follow us on: https://youtu.be/oEl3NGFhn4w

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Subscribe to see more videos like this: https://www.youtube.com/watch?v=cFLE2kved5k

Website: https://work2.org/category/workpod-minisode/

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iTunes: https://apple.co/2UgPqux
Spotify: https://spoti.fi/2S3JFQ1

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WorkPod Minisode: Rapid Fire with Ash Fontana

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In this video, Ash Fontana, author of “AI-First Company”, indulges with us on a quick Q&A session. She gives us some candid answers on various topics such as workplace, future of work, digital transformation…etc.

To watch the full podcast of Ash Fontana follow us on: https://www.youtube.com/watch?v=upmvSOyzHek

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3 Observational Changes for Increasing Employee Productivity

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Since practically 70% of the world is working from home and many managers needed to change into leading from another location for the first time, employee productivity has become an essential subject of conversation.

The reality is, increasing employee productivity is not about making people on your team job longer hours. Instead, employee productivity starts with you (the leader) and your team’s level of engagement at the workplace.

As a manager, you have the power and the obligation to check in on your teammates and empower them with the tools and most acceptable practices they require to do their finest work.

This guide will three quick tips to measure employee productivity and enhance employee efficiency in the office.

Put a monitoring system in place

Install an employee monitoring software tool in place for your employees. Ideally, you’ll have the ability to track things like the number of hours your workers are functioning, how they’re investing those hours, which apps they’re making use of, and how they’re utilizing them.

If you have a project management system in place, you most likely already have a good beginning; you’ll be able to track points like how many tasks your employees are finishing, as well as just how they’re collaborating with other employees.

Conduct routine worker reviews.

One obvious way to raise employee productivity is to hold them accountable; you can do with performance reviews as well.

Though they aren’t that popular anymore, performance reviews still have a place in lots of companies. If conducted at regular periods (like once or twice a year), these individual sit-downs are excellent opportunities to discuss each employee’s efficiency, assess their positives and negatives, and set goals they can use to enhance their performance over the following interval.

Though you can still give feedback every day for individual tasks, it helps to have a periodic occurrence on the calendar that allows you to evaluate your employees on a higher level.

Plus, a research study shows that most millennials (that currently control the workforce) want to receive even more responses. However, they aren’t getting it.

Accumulate comments.

Employee productivity isn’t only about offering feedbacks– it’s also about receiving it. For example, to create an environment that makes employees feel comfortable sharing their understandings regarding your workplace, whether it’s an evaluation of the lights and ambient noise in the room or a tip on a new policy that can save time.

This openness will alert you to possible dangers to your company’s morale, so you can resolve them before they become problematic. You’ll additionally likely discover a host of new ideas for exactly how to improve efficiency in sensible ways, such as by carrying out a new business policy, recommending a new productivity analytics tool, or modifying the procedures for how to complete projects.

As soon as you have these systems in place, you’ll have a baseline that you can use to compare to your performance levels after you start including much more performance techniques.

WorkPod Minisode: Who And How To Lead Exits

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In the hierarchy of a company who should take the ownership of building the necessary structure for an exit plan?

In this video, Michelle Seiler Tucker, author of EXIT RICH: The 6 P Method to Sell Your Business for Huge Profit and the Founder and CEO of Seiler Tucker Incorporated talks about the right way to way to hustle through the exit period and also gives a rationale behind writing her book.

To watch the full podcast of Michelle Seiler Tucker follow us on: https://www.youtube.com/watch?v=fob8lGhBnmU

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Subscribe to see more videos like this:

Website: https://work2.org/category/workpod-minisode/

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8 Unique Ways to Prep for an Interview

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Your success in a job interview depends on how you plan for it. Interview prep work mainly includes investigating the job and the firm and attentively considering your answers to the interview inquiries. However, in addition to pre-interview prep work, there are particular elements you ought to plan for throughout and after the interview. In this short article, we take a look at the steps associated with preparing for a job interview and some actionable pointers to enhance your chances of success.

Research Earnings Calls, Quarterly Reports & Blog Posts

In today’s world, content is everything. Goldman Sachs releases quarterly reports, Microsoft records its earning calls, and every startup has a blog.

With so much information available, it’s baffling that few of us look past the company’s homepage. It’s like we’re creating an essay on The Odyssey without excerpting even one passage from the book.

Use Google Alerts

Staying updated with business information is hard, especially if you’re interviewing with several areas simultaneously. That’s why Google Alerts is a savior; it’s a tool that emails you anytime a new story appears for a specific term. By doing this, you learn about current events without searching for them.

Use Social Sweepster To Clean Your Facebook & Twitter

Nowadays, 91% of employers look at your social media sites to know more about you. While many people tell you to be cautious of every post you publish, there’s a more straightforward method. Use Social Sweepster, an app that spots pictures of red solo mugs, beer containers, and also other “questionable” items. It even discovers profanity from your past messages!

Schedule For Tuesday at 10:30 AM

According to Glassdoor, the very best time for a meeting is 10:30 in the morning on Tuesday. Bear in mind; your interviewer is a busy person with multiple duties beyond employing. They’re replying to emails, balancing projects, and meeting many other candidates, so it’s vital to think about when they’ll remain in the best mental state to meet you.

10:30 AM Tuesday is a beautiful space since you:

Avoid the bookends

Prevent lunch break

Basically, if the firm is recruiting for a project starting in a few months, try to book an interview late morning between Tuesday through Thursday. If the firm is hiring right away, grab the earliest slot.

Craft Your “Story Statement”

A Story Statement shows that you’re a human being, not just a professional. It additionally makes it simple for your job interviewer to forecast the next chapter of your story.

Chances are, we’ve all had experiences we can link to where we’re attempting to go. It’s just a matter of choosing the right ones to recount our story. But, that said, if you’re finding it hard to craft your story statement for a specific interview, you might be applying for an unsuitable job for you.

Use a Refined Style Statement

We currently know dressing well creates an impression. Yet what if we take it a step further? Wear something that represents your culture or history that may catch the attention of the interviewers and can become a conversation starter. You can even customize your attire based on the culture of the company you are applying for.

Prepare for The “What’s Your Weakness?” Question

The majority of people overthink this question and also offer a canned answer like “I’m paranoid about perfection in my work!” Others provide a simple solution yet still disappoint what this question is genuinely demanding. It’s not really about admitting your weaknesses. It has to do with demonstrating how you conquer them. What systems have you established? What development have you made? Include those thoughts to strengthen your response.

Brainstorm 3 “PAR” Anecdotes

Your interview is as unforgettable as the stories you share. So many people have remarkable experiences; however, they forget them when they’re on the hot seat. To fix this, have three stories prepared to plug into your interview. Your narratives need to follow a straightforward layout:

Problem– what was the scenario?

Action– what did you do to solve it?

The result– what changed afterward?

With this layout, you can adapt your PAR narratives to fit a range of questions too.

The future of work means differently to each one of us: some see it as more technology and less human, some expect a more humanized space and some others imagine it to be a no-workplace world. In our journey to unwrap FutureofWork, Work2.org invites leaders from various industries to help our global community to understand what the posterity holds for workers, leaders and organizations. While our team is busy at bringing this fresh ideas directly to you, we would appreciate our community help in making it possible. If you like what you’ve read, we would appreciate if you could spread the word within your circles and let us know if anything you want us to bring into this #FutureOfWork conversation.

A Day in the Life of a Productivity Expert

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4 Tips You Can Implement Right Away to Encourage Creativity in the Workplace

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Creativity works as one of the lifeblood factors of businesses today. Without creative thinking to fuel technology, a company can’t successfully manage today’s competition among various industries. The quest for even more imaginative ideas and discovering means to utilize them as innovative solutions makes a business distinguished and stand out. Therefore, creativity must not be left out to attain a business’s objectives towards success.

Encourage work breaks and changes of scene

Our brains sometimes require time to renew because they frequently use up so much energy. Therefore, rest is vital to remain creatively productive. So, cultivate a working environment where individuals feel safe taking routine breaks without really feeling judged or guilty.

Bring a change to the scene. Consider holding brainstorming sessions outside the office areas or convivial rooms requiring walking or taking a trip to get there.

A change of scene can likewise mean tweaking the work area. Plants, design, painting, new furniture, as well as the format– these can all positively affect an individual’s state of mind. The money and time spent overhauling a work area aid workers feel valued and additionally acts as a visual cue to get them out of any ruts. They might subconsciously feel they’re working somewhere new now, which can have a positive effect on their viewpoint as well as innovative juices.

Ask new employees for ideas and insights

New employees have a fresh viewpoint on the organization. They could not understand perceived restrictions to the process yet, because they’re not burdened with the status quo. Welcome them to share their insights and also concepts. It will undoubtedly make them feel valued. They’ll feel included in the culture of innovation from the first day and bring some fantastic new ideas to the table.

Schedule brainstorming sessions

You can schedule regular lunch brain storming sessions– possibly fortnightly or monthly– for teams to share creative suggestions that may benefit the organization. To include some structure in these sessions, you can theme them to provide suggestions for specific organization difficulties.

Encourage people to ask questions

Questions require time to respond, and also leaders are time-poor. However, questions often test presumptions. A question can disclose the unstable foundation on which an organizational process has been developed. Questions can cause fresh perspectives and also brand-new mindsets. Questions provide a challenge to the status quo without being a risk to a solid, progressive organizational framework. Build a safe area to ask questions into meetings and brainstorming sessions to manage your workflow. Nonetheless, if faced with a question from either a new employee or veteran, treat it as a possibility to perceive old ideas from new angles.

The future of work means differently to each one of us: some see it as more technology and less human, some expect a more humanized space and some others imagine it to be a no-workplace world. In our journey to unwrap FutureofWork, Work2.org invites leaders from various industries to help our global community to understand what the posterity holds for workers, leaders and organizations. While our team is busy at bringing this fresh ideas directly to you, we would appreciate our community help in making it possible. If you like what you’ve read, we would appreciate if you could spread the word within your circles and let us know if anything you want us to bring into this #FutureOfWork conversation.

WorkPod: Tricks to achieve game changing career growth

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In this show Michael discussed some tips, tricks and techniques to build a strong career. He shared some platforms that professionals could use to gain growth faster. He also shared the importance of networking and discussed how to do networking effectively.

Bio:
For two decades, Michael Solomon and Rishon Blumberg have been revolutionizing the field of talent management, first guiding the careers of rock stars, then bringing their unique managerial acumen to tech talent and entrepreneurs. They founded Brick Wall Management in 1995, representing musicians like John Mayer, Citizen Cope, Vanessa Carlton, and others. As the decline of the record industry in the first decade of the twenty-first century became apparent, Rishon and Michael set their sights on expanding into the tech world. With the creation of 10x Management in 2012, they changed the way top-level programmers could find work in the fast-moving tech landscape. They are the authors of Game Changer: How To Be 10x in the Talent Economy (HarperCollins; September 2020), which reveals the secrets to becoming a “10xer” for anyone in any industry.

Michael’s Book:
Game Changer: How to Be 10x in the Talent Economy by Michael Solomon, Rishon Blumberg, Daniel Weizmann https://amzn.to/36Aaz5K

Discussion Timeline:
2:12 Bringing the creative and tech talent together.
4:19 Parallels between creative talent and tech talent.
6:41 Incentivizing tech talent.
9:46 The need for an ecosystem supporting tech talent.
14:14 Demoncratizing technology to the non-tech workforce.
19:12 Who’s responsible for keeping the workforce underprepared for tech disruptions?
25:31 Pros and cons of a highly specialized workforce.
27:50 The ideal reader for “Game Changer”.
32:40 Tenets of a “10x” professional.
35:02 Concept of a super visionary leader.
37:52 Empowering employees in the times of temp and gig workforce.
46:15 Who’s responsible for empowering talent in the times of gig/remote workforce.
50:48 The ideal reader for “Game Changer”.
53:07 Rapid fire.
1:00:18 Michael’s success mantra.
1:02:56 Michae’s favorite reads.
1:05:04 Closing remarks.

About TAO.ai[Sponsor]:
TAO is building the World’s largest and AI-powered Skills Universe and Community powering career development platform empowering some of the World’s largest communities/organizations. Learn more at https://TAO.ai

About WorkPod:
Work Pod takes you on the journey with leaders, experts, academics, authors, and change-makers designing the future of work, workers, and the workplace.

About Work2.org
WorkPod is managed by Work2.org, a #FutureOfWork community for HR and Organization architects and leaders.

Sponsorship / Guest Request should be directed to [email protected]

Keywords:

FutureofWork #Work2.0 #Work2dot0 #Leadership #Growth #Org2dot0 #Work2 #Org2

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